Mason wrote: “Under the law, employers are not required — yet not prohibited — to accommodate an employee’s use of marijuana as medicine. Each employer must decide their stance on the issue and be positioned to respond to employee questions or to the employee who tests positive for marijuana.

“This position must be articulated in the company’s drug-free workplace policy and communicated with employees in writing and through ongoing discussions. Simply updating a policy is not enough; those changes must be communicated clearly and consistently. The more everyone understands, the better prepared they can be if a situation involving marijuana arises.” 1/17/2018